Military / Veteran Inclusion Experience

SESSION 6 • NOVEMBER 5, 2019

Lisa Hancock and Maria Cherjovsky

2019 CENTR AL FLORIDA DIVERSIT Y LE ARNING SERIES

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E V A L U A T I O N R E P O R T

The Inclusion Journey

From Vision to Action

How do we move from envisioning inclusion to creating inclusion?

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8th Annual CFDLS – Session 6

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EVALUATION DETAILS

• A total of 22 evaluations were turned in, 8 of which were filled out by managers and 14 of which were filled out by individual contributors or employees. A total of 29 people attended the session.

• The first 3 questions asked participants to rate their knowledge before and after the session, on a scale from 1–5.

• Questions 4–6 were open-ended with room to write in responses.

QUESTION 1: I fully understand the depth and breadth of experience our veterans can and do bring to our workplace..

Based on 8 manager responses and 14 individual responses.

Managers’ total improvement: 16.13% IC’s total improvement: 17.31%

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QUESTION 2: I know and can tap into the best practices used in my organization and other organizations to attract, recruit, engage and retain veterans.

QUESTION 3: I am prepared and fully capable to take action to create/enhance the inclusion experience of veterans in my workplace.

Managers’ total improvement: 19.35% IC’s total improvement: 18.37%

Managers’ total improvement: 24.14% IC’s total improvement: 18.37%

Based on 8 manager responses and 14 individual responses.

Based on 8 manager responses and 14 individual responses.

8th Annual CFDLS – Session 6

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AVERAGE RATING PER QUESTION

TOTAL PERCENTAGE IMPROVEMENT PER QUESTION(Managers and Individuals Combined)

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OPEN-ENDED ANSWERS

QUESTION 4: What was your most significant learning today?

MANAGERS:

• Struggle is real and needs to be addressed.

• Transition into veteran panel and continuing dialogue versus break out into smaller group. (10:15–noon)

• It was great hearing personal stories from the veterans and their personal struggles in the hiring process.

• The need for inclusion.

• Group discussion.

• Significant learning.

INDIVIDUAL CONTRIBUTORS:

• Hearing from the presenters and others.

• Veteran advocacy provides the best opportunity to aid military transitions.

• Veterans panel had great information to give, but some of the questions, only scratched the surface of what they could’ve told us.

• The open dialogue that was able to come in at the end. Feedback from the panel at the end.

• The job descriptions need to be more open rather than just to those with degrees. There are also issues for the civilians and veterans are the same. “It’s not work if it’s your passion.“

• Connection between military and civilians in the workplace/work hunting.

• Veterans have a wealth of experiences and are often overlooked.

• Veterans come from a deep collectivist worldview that doesn’t shine in the individualistic/capitalistic corporate culture.

• Creating communities of engagement for veterans can be the difference between retention and separation.

• The amount of opportunities available to veterans.

• Decoding and the veteran’s perspective.

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QUESTION 5: How will you use one or more of the tools presented/practiced today?

MANAGERS:

• Facilitation of groups and a more effective level. I was not happy with the flow of today, but received good content.

• Share this info with veterans that have interest in becoming a medical student.

• Continue to fight for change.

INDIVIDUAL CONTRIBUTORS:

• Tools to improve the lives and opportunities of our veterans.

• Special employees incentive VA/Government - US Department of Labor transition programs.

• There are more network opportunities to use VBI.

• Get more info about veterans services available. Try to find ways to bring some of these companies or organizations to my organization.

• The relationship between the VBI and TARS is nonexistent. Try to bring others on board to offer jobs to the crew getting out. Look for the way to get job fairs to Patrick Air Force Base.

• Continue to research this project.

• Not hiring a manager and not aid to implement tools.

• Mostly within my family: 3+ generations of military.

• Make sure our D&I policy and strategy is VA-friendly.

• During recruitment is key to keep these in mind.

OPEN-ENDED ANSWERS

8th Annual CFDLS – Session 6

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QUESTION 6: Other Comments: (usefulness of handouts, quality of the facilitator, food, facilities, access, insights):

MANAGERS:

• Great handout.

• Moderator too long-winded, needs to allow panel to speak. She keeps asking them to expend his answers and he too is long-winded. Panel up front looked out of place. Could have been introduced later. Lady in back of room from Universal was distracting and also long-winded.

• Excellent dialogue, engagement between audience and veteran panel.

• The most important thing was to get perspective of others and they need to work together to assist others.

• More fruit.

INDIVIDUAL CONTRIBUTORS:

• Excellent program.

• Great use of statistics/slides/handouts. Great panel. Thank you!

• The veteran panel should have been longer versus employers. Have more questions from the audience.

• The panels could’ve been more effective if the personnel leading them would have had asked the audience for their questions and then filled-in with their own written questions. There were a lot of questions that the audience had that we’re not asked due to the panel leaders questions being asked.

• There were opportunities missed by the facilitator because of the other veterans in the room and getting other perspectives.

• Please have the present audience, speak and ask questions to the panel. Have back up questions if the audience is quiet. Have participation so panel can really benefit from the guest audience. It felt one-sided, and much about inclusion was missed. Towards the end was very insightful once the flow let loose between the audience and the committee.

• Two plus hours of panels is a little long. Especially when it’s hard to hear some.

• Loved handouts.

• Thank you for the invite.

OPEN-ENDED ANSWERS

8th Annual CFDLS – Session 6

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www.CFDLS.com | Phone 407-595-3283

Organized by TRI Partners, Inc.

Learning Inclusion/Exclusion From: • My Experiences • Other’s Experiences

1 Inclusive Language – Tools of Engagement ORLANDO 1/14/20 • NON-PROFIT 1/15/20 • JACKSONVILLE 1/16/20

2 Difficult Dialogues – Respectful Discussions on Divisive Topics ORLANDO 3/10/20 • NON-PROFIT 3/11/20 • JACKSONVILLE 3/12/20

3 Political Civility – Respectful Dialogue and Disagreements Politics ORLANDO 5/12/20 • NON-PROFIT 5/13/20 • JACKSONVILLE 5/14/20

4 Ableism – Using Language and Actions to Create Inclusion for All ORLANDO 6/23/20 • NON-PROFIT 6/24/20 • JACKSONVILLE 6/25/20

5 Learning Disabilities – Their Value and Impact in the Workplace ORLANDO 9/15/20 • NON-PROFIT 9/16/20 • JACKSONVILLE 9/17/20

6 Emerging Technology – The Impact of Developer Bias on Systems/Processes and Inclusion

ORLANDO 11/10/20 • NON-PROFIT 11/11/20 • JACKSONVILLE 11/12/20

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Experience INCLUSION

Applied Learning at a Deeper Level

2020 FLORIDA

DIVERSIT Y LE ARNING SERIES

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B R O N Z E M E M B E R S

Organized by TRI Partners, Inc.

Bill Hertan • 407-595-3283 www.CFDLS.com

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